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Company culture is something that most businesses take for granted if most of their staff work in the same building. However, as more and more remote workers start making their way into the workforce, businesses need to adapt their company culture considerations.

A company that has embraced remote workers can access talent from anywhere in the world. Making those employees feel like a part of the company, however, is an entirely different task.

Here, 12 members of Forbes Human Resources Council share insights into how a business can go about making its remote workers feel more like a part of the company, even if they're not physically there.

Members explain how companies can be more inclusive of their remote workers.

Photos courtesy of the individual members.

1. Leverage Multichannel Communication

Remote workers feel disconnected from their company or boss because they aren't having the same interactions and communication opportunities. To help them feel connected, increase the ways that you communicate with your remote workers -- especially with interactive channels such as video calls/team meetings, recording audio messages in lieu of emails and having a fun water cooler chat available. - Melissa Anzman, bettHR

2. Schedule Frequent Check-Ins

Managers need to understand how to lead virtually. They must schedule frequent check-ins and status calls, attended by all team members. Frequent check-ins allow for the recognition and acknowledgement of what each individual is working on and contributing to the team. It is easy to overlook those you don’t see or interact with daily. Regular check-ins ensure everyone is included and appreciated. - Heide Abelli, Skillsoft

Your company culture is like your company DNA -- it should be a living, breathing thing that is shown throughout every interaction and touch point within the business. This means that your recruiting efforts and onboarding should also live and breathe your culture to make candidates and, eventually, new hires feel your culture. This can help establish the foundation for better remote inclusiveness. - Kelly Loudermilk, BuildHR, Inc.

4. Leverage Social Media

Leverage the power of social media to connect employees as a community and provide them with ample opportunity to live their purpose and contribute meaningfully to the organization's business and social goals. At the same time, have them share vignettes of what it's like to pursue their personal purpose at work on LinkedIn and other professional social media sites. - Claudy Jules, Google

5. Build Connections

Connected teams drive collaboration, develop strong working relationships, and promote “one team” spirit. In today’s world, most of us keep in touch with our friends through chat apps, FaceTime and social media. We need to open up similar avenues for employees to connect and get to know each other -- for example, weekly virtual coffee socials between employees across locations and teams. - Jyoti Khadgawat, Smule Inc

6. Create A Great User Experience

Ask your employees what is missing in their experiences interacting with a home office. We have enabled texting functions for our employees in the field, ensured that our State of the Biz meetings are transmitted in a mobile friendly format, and we send activity kits to each of our 22 locations so we can all participate in the same event at the same time and physically spend time in each market. - Sherrie Suski, Tricon American Homes

7. Make Sure Your Virtual Workers Are Seen And Heard

Virtual employees are the future of the workforce, yet ignoring them is an inherent tendency of many companies. Include your virtuals like you would anyone else -- use video and apps to connect personally, give virtual workers a voice in meetings and send lots of company logo items to build brand affinity. Make sure they feel "seen" and included. In short, treat them like you do everyone else! - Tracy Cote, Zenefits

8. Establish A Clear Team Cadence

Do I know what to expect from my team? Do we click? These questions speak to how safety and belonging drive engagement. It's vital that remote workers "know where they stand" on their team. Establishing a strong cadence helps remote workers anticipate how team interactions will go. When team dynamics are healthy and predictable, they can be leveraged to powerful effect. - Leeno Karumanchery, PhD, MESH/Diversity

9. Use The Right Engagement Tools

Technology offers many opportunities to engage remote workers. Use them to your advantage and hold virtual happy hours, face-to-face meetings via video chat and recognition systems to celebrate each other. Then, do some of the same things you do for employees in the office to engage them -- send "thank you" cards to their homes, have them lead meetings, provide training and development opportunities. - Lotus Buckner, NCH

10. Include Them In Everything

It is easy to assume that a meeting isn't important and nobody wants to bug their boss or employee with constant calls. But the reality is, if they were present, that is exactly what you would do. Include them in every meeting and make more calls than you think necessary -- it can keep that employee feeling involved in the company and the culture. - Karla Reffold, BeecherMadden

11. Set Aside Time For Group Interaction

If the remote employees are located in the same city, a monthly luncheon or meeting will bring everyone together. If employees are not located in the same region, consider a monthly team meeting via video conference so employees can get to know each other. Allow the employees to share a piece of information about themselves to help the team build personal connections and create unity. - Debi Bliazis, Champions School of Real Estate

12. Create Fun Initiatives

To help our remote workers feel engaged in our community, we regularly offer HR initiatives like decorating contests, gift exchanges and display wall challenges that everyone can participate in and share with our other locations. When we cater lunch for our corporate office, we also have lunch delivered to remote employees. We are intentional about supporting and valuing all of our employees. - Courtney Pace, FedEx Employees Credit Assoc.

Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify at…

Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify at Forbes Councils. Questions about an article? Email feedback@forbescouncils.com.